Making the World a Better Place to Work, One Leader at a Time

Performance Management

Course Description

Managers often view performance management as being primarily the end-of-year performance review. In truth, performance management is an ongoing, year-round function. The annual review is merely the culmination of the performance conversations that have taken place throughout the year. In this course, managers learn how to collaboratively develop performance goals, provide feedback and coaching toward those goals, and review performance results. These three activities make up the performance management cycle.

Managers begin this course by exploring the performance management process for their organization. They then learn and utilize a three-phase process to effectively manage performance. In the first phase, participants examine the performance competencies of their organization, which they will eventually use to assess employee strengths and development opportunities. They then learn how to apply the SMART goal-setting formula using their actual competencies, which will help to clarify expectations for the employee.

In the second phase of the process, participants learn techniques to observe performance and to provide ongoing coaching and feedback. They watch a demonstration and learn the critical differences between observation and judgment. They use this concept to practice, providing both positive and constructive feedback. Participants discuss the need for collecting data all year long, and they learn systematic methods for doing so. To conclude this segment of the class, participants practice with a tool designed to help them communicate feedback on a continual basis.

In phase three of the process, participants practice with their actual rating system and learn to write clear, objective ratings for their employees. They then discuss difficult situations and practice their new skills by preparing and conducting a mock performance review.

Objectives

After completing this course, participants will be able to:

Discuss the partnering for performance process.

Assess strengths and development opportunities for managing performance.